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Better Management For Better Employee Morale And Attendance

Employee Absenteeism is not having an employee from work. Its a significant problem faced by almost all companies of now. Workers are absent from work and the job suffers. Work delay and absenteeism of workers from work contribute to spine logsArticle Submission, piling of work. There are legislation for protecting the attention of Workers and Employers been enacted but they have different constraints.

Absenteeism is of two types –

Innocent absenteeism — Is one in which the employee is absent from work as a result of genuine cause or motive. It may be due to his illness or personal family problem or any real motive

Culpable Absenteeism — is one in which a person is absent from work without any genuine reason or cause. He can be pretending to be sick or just wanted a holiday and stay in your home.

The companies have got every right to enquire as to why an employee is absent from work. When an employee is absent because of illness he should have the ability to create the letter of a doctor as and when required.

There are various motives for Employees to Stay absent from work –

Insufficient satisfaction from current work

Poor working conditions

Dominating Boss & Seniors

Non-Cooperating peers

Greater expectancy

No growth prospects in the Current Firm

Work Stress

What a company can do

Its the duty of an employer to find out as to why his employee is absent.

There are various measures an employer can take to reduce absenteeism –

Talk to employees That Are absent and Discover out the problem

Take steps to protect the attention of Workers

Check from time to time that no employee is treated badly by seniors.

Employee absenteeism is confronted by each and every company whether large or small and every one has its own ways of decreasing absenteeism. There is no one fit in the formula for each and every corporation.

The employers can deliver a few changes in working conditions and provide incentives to employees to motivate them to work.

After taking all the measures if a worker isn’t motivated and still remains absent from work then matters need to be taken seriously.

Employers may confront the workers and provide him warnings in verbal as well as in writing and at last dismiss the employee from work.

Absenteeism is a large problem and it really needs to be controlled. No company can prosper with employees. An employee has to understand that if business prospers he also gains in terms of bonuses and salary. A worker should talk about his issue and attempt to sort out it before shifting jobs. It may so happen that he may face the exact same problem again and again without finding an alternative to it.

Employers pay a high price for absenteeism, often more than they might realize, regarding both financial and production losses and employee morale. Managers may view the tasks of finding a substitute employee as a short-term inconvenience; however, absenteeism frequently has more serious effects. Employers can, however, ensure that employees report in regularly and remain at work.

Better workplace management

How do we describe a fantastic office? Could it be very good workplace management’s presence? Is having supervisors practicing management skills really enough to make sure this? Let us try to define what a fantastic office is by looking at its antithesis.

A bad workplace has a high rate of turnover. It’s simple to know why workers would want to leave a work environment. This type of location often causes stresses that leave employees feeling burnt out. The reasons for this change. The office’s physical environment in itself could be disappointing. It could be that the duties are not apparent. There is no feedback, just dismissals, and questionable promotions. Another reason might be the typical complaints about wages not being honest. Or, employees may feel they’re not going anywhere because of the lack of opportunities for career and personal development.

In such a location, managers additionally complain of being burnt out. This is usually because they have little or no support at all. Their duties may be uncertain or they may be given unclear goals that are easily altered without prior notice or explanation. In addition to that, they must manage subordinates who lack motivation and are incompetent. Even with their unmet personal expectations, being supervisors, they still need to manage other people’s expectations of them. Who would not be stressed out from all of these?

A poor workplace then has frustrated staff members. They don’t have any motivation to operate so they’re often tardy, call in sick, or merely don’t report to work. Obviously, a workplace contributes to poor productivity and unsatisfactory outcomes, including maybe an angry marriage of workers.

The absence of any cited previously, even better, the opposite of most of those is that which we call a fantastic workplace. Such companies enjoy quality products and high productivity and/or services. Instead of workers, they are cooperative because they practice fairness and supply opportunities for growth and feel protected. Ultimately, instead of high turnover, they receive high customer satisfaction. What makes them better? Here are some best practices that offices can learn from them.

One difficulty that direction faces is Awareness. A good spot to work in is one whose mission, vision, and strategies are clearly stated. They kept up to date are recorded, and are properly conveyed. Open communication is also practiced. Misunderstandings are diminished because everybody is free to approach anyone to make a proposal or to ask a question. The direction policy clearly states how they work and how they wish to relate to employees. Responsibilities are also conveyed and are apparent. Concerning opportunities, in doing their jobs many are made to motivate managers. Thus leaders have been relieved of management purposes.

How to reduce employee absenteeism

Before companies can establish the best approach to fight absenteeism, they must identify the organizational and individual factors that contribute to the problem. Among the most common problem areas Will Need to explore are the following:

Job satisfaction: Employees who like their job are more inclined to come to work than people who find employment unstimulating.

Work mindset: Some employees come to work no matter how sick they sense, while some call in sick regardless of how well they feel.

Business culture: If management’s mindset is lax and absenteeism is recognized as a standard practice, the organization’s culture might need to be altered before attendance could be improved.

Excessive levels of sick leave: As a few insurance firms are now doing, companies need to track sick leave prices and benefits employees who use fewer sick leaves.

Once you know the reason for absenteeism in your business, it will become easy for you to fix, or decrease the issue. However, you’ve got to do your own homework. HR Atlantic | Labour Relations, PEI, Nova Scotia, NB, NL Just another WordPress site